Ken and Robin,
Funny enough, I almost made the same prediction in my original post and I think that trend may be true for some industries (such as Healthcare where margins are thin) but I think overall across all industries The Recruiting Dept and the HR Dept will never recombine. HR and Recruiting depts have been on diverging paths for the past 10-15+ years and I don't see that changing except in very specific circumstances.
Staffing Departments, especially in Silicon Valley, have finally extricated themselves from HR and earned a seat at the table.I doubt many Dir or VPs of Staffing would be willing to give up that seat. If for no other reason than because they are a major cost center of most larger corporations they were "expelled "by HR because HR did not want to manage the budget:-). Instead Staffing Depts they will find new ways of being more cost effective and more efficient.
HR has been more of a avenue to side step costly litigation and liability surrounding employee issues and recruiting has always been a big drain on the purse. This is obviously over simplifying things and certainly not meant to stereotype anyone or devalue their contribution just trying to make a point. That HR and Recruiting at most larger companies were split for very specific reasons, a few of which I point out here, but if a company is still hiring and has plans for growth then splitting out HR and Staffing in most (maybe not all cases) does make sense.
Which kinda brings me to the final point that I'd like to put out there and that is if the argument you are making for recombining HR and Recruiting Dept is reliant upon longer term workforce planning then why are many companies creating new departments specifically to address Talent Management, Workforce Planning and Organizational Development.
It seems to me that it's becoming more and more commonplace for larger companies' HR departments to be split once again creating 3 separate and distinct departments.
2) Staffing/Recruiting and
3) TM, WFP and OD ( I'm not writing all that out again:-)
And I think that if it can be justified either through a cost analysis or a employee skill set analysis or through hiring/retirment projections then it makes perfect sense. TM, WFP and OD will have a mach larger seat at the table as baby boomers retire en mass, but if you refer to my Prediction # 4 I think that baby boomer retirement will be postponed a bit.
Also this split between HR and Recruiting is taking place much the same way that the split between Recruiting and Sourcing has happened. Many companies are setting up Sourcing groups within their Staffing department in an effort to reduce costs.
So my final analysis is I didn't include the prediction cause though I believe it may be a financially needed and plausible outcome I don't think it will be adopted across all sectors and industries. No doubt, some will be early and adamant adopters of "Combine or Recombine HR with Staffing Strategy" but ultimately I don't see it as being very viable long term for most corporations across industry sectors.
Interesting twist though thanks for adding that...it may actually come down to how deep and bad the recession turns out to be. Companies may have their hands forced and without longterm plans for recruiting in place (due to layoffs) they may opt to fold them back in to HR. Time will tell.
Robin Gillman said:If I were to add a 5th prediction, Ken's would be it. My reasoning for this is not only efficiency, but the need to go from stop gap recruiting to more long term workforce planning.
After all is said and done and the playing field is cleared (all the layoffs) and everything settles, companies will be asking questions like: .... This trend , I believe , will cross all industry lines ... with HR having more of a say in how recruitment , by outside firms , is conducted & compensated .